OMA Workforce Summit recap: best practices for the competitive labor market

What are your peers talking about when it comes to growing the manufacturing workforce? I had a front-row seat to engaging conversations about workforce challenges and solutions at the annual Ohio Manufacturers’ Workforce Summit.

Akhia has been an OMA member since 2022 and this is my second year attending alongside a group of nearly 500 manufacturing leaders, HR professionals, educators, and federal, state and local government officials. The conversations were compelling as always with speakers from various companies, as well as Lt. Gov. John Husted.

There was one common thread that comes as no surprise: The labor market continues to be challenging. What’s driving labor challenges in manufacturing? According to Husted, there are three factors that are weighing heavily on companies today:

Aging Workforce: More Ohio residents are in the 55-64 age group than 15-24, tightening the labor pool.
Immigration Reform: Potential policies under the new administration could increase wages and reduce the workforce supply.
Skills Training: Manufacturers must invest in upskilling employees to do more with less, adapting to a slower-growing labor market.

Husted went on to discuss how Ohio is proactively responding to help manufacturers bridge the labor gap. Currently the state is investing $300 million in Career Centers, which opens 15,000 new student slots. Ohio is also adding Industry Sector Partnerships (ISPs) that connect businesses with educators for workforce development and advocates are being sent to plants to help inspire careers in manufacturing.

But what can manufacturers do themselves to compete in the current labor market? Throughout the day, solutions and best practices emerged to help Ohio manufacturers address workforce challenges through innovative talent acquisition strategies, investing in upskilling, AI adoption and early career engagement—all while fostering a supportive workplace culture.

Here are a few of my takeaways that can help manufacturers navigate workforce challenges.

1. Adopt innovative manufacturing talent acquisition models:

Speed up your hiring response: Candidates who hear back within 24 hours are four times more likely to accept the job.
Increase touchpoints in hiring: The average manufacturing candidate requires at least 14 touchpoints, from application to hire, including communication through text messages, prescreening, interviews and follow-ups. This highlights the need for a more hands-on, resource-intensive approach from HR to effectively guide candidates through the hiring process and secure their commitment.
Create a culture that is more enticing: Move away from outdated “pay your dues” mentalities. One example was given where two experienced welders left a job on day one after being told to “sweep the floors.”

2. Invest in education:

Engage early and often: Start career awareness as early as middle school, with tailored campaigns targeting rural and urban environments.
Focus on learning opportunities: Emphasize career growth, skills development and mentorship to retain talent.
Apply “earn and learn” models: Pay employees during training to make opportunities more attractive.

3. Expedite AI adoption:

Upskill for AI: 53% of manufacturers have not started their AI journey. Focus on creating a data-driven culture and training employees for AI integration.
Define what AI means for manufacturing: Be clear that AI is a tool for enhancing human work, not replacing it. An analogy was used that compared a power drill and manual screwdriver, which reinforces that humans remain essential to the process.

The bottom line: Invest in learning and technology.

There are many unknowns in the manufacturing industry right now, but one thing is clear based on the conversations at the conference. Bridging the talent gap starts with investing in people. Whether it’s by providing training or upskilling in the age of AI, creating a culture of learning will go a long way.

Companies have an opportunity to shift perceptions of what it means to work in manufacturing by highlighting growth opportunities, creating learning environments and building modern, tech-driven workplaces.